Pengaruh Rekrutmen dan Pengembangaan Karir terhadap Kinerja Pegawai Pada Kantor DPRD Provinsi Sumatera Selatan

Mariska, Selly; Halin, Hamid; Veronica, Meilin

doi:10.47747/jbme.v4i3.1320

“…This is stated to be in line because the results of the third table of Path Coefficients show a positive relationship and a significant influence on employee performance with a value of 0.031 which is smaller than the significance level of 0.05. This is in line with research results (Arviana & Ruswidiono, 2022); (Wildan et al, 2020); (Lina, 2020); (Mariska et al, 2023) & (Hany Nurulhadi, 2018which show the same results. Thus the first hypothesis and the researcher's first belief are accepted and can be proven.…”

Section: Path Coefficientsupporting

confidence: 91%

“…There are a number of studies (Arviana & Ruswidiono, 2022); (Wildan et al, 2020); (Lina, 2020); (Mariska et al, 2023) & (Hany Nurulhadi, 2018) which shows the direction of a positive relationship and a significant influence of the recruitment variable on employee performance. In contrast to a number of studies above, this study adds a selection variable as a moderating variable which researchers believe can strengthen the relationship between the two variables above.…”

Section: Introductionmentioning

confidence: 99%

The Effect Of Recruitment On Employee Performance With Selection As A Moderating Variable

Desri,

Sirait,

Wibowo

et al. 2024

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ABSTRACT. Good recruitment carried out by a research company is believed to improve company performance because the human resources produced are not haphazard/high quality, are used to not being influenced by the habits of Collusion, Corruption and Nepotism, are educated, and have high integrity. Of course, this must be supported by good selection and must be implemented by a company so that employee performance can be achieved more easily. This research is quantitative research with an explanatory approach. The data in this research was distributed using an online questionnaire method to employees and a number of HRD PT. As many as 200 employees and 100 HRD are spread across Indonesia, all of which contain statements of agree, strongly agree, disagree, strongly disagree and indifferent. This data can also be called primary data. The result in this research show show a positive relationship and a significant influence on employee performance with a value of 0.031 which is smaller than the significance level of 0.05. Thus the first hypothesis and the researcher's first belief are accepted and can be proven. Not too different from the statement above, if a good recruitment process is accompanied by good results, high employee integrity, employee professionalism and the quality of human resources which will ultimately have an impact on employee performance will be easier to obtain. This can be proven by the results of the third table of Path Coefficients in this research which shows a positive relationship and a more significant influence on employee performance because the P-Values value is positive and has a more significant influence, namely 0.000, which is more significant than the direct test of 0.031. Thus the second hypothesis and second belief in this research can be accepted. Keywords: Recruitment, Employee Performance, Selection

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Determining Customer Loyalty Based on Relationship Marketing with Trust on SDG

Safitri,

Utami,

Mulyadi

et al. 2024

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Context: The image above indicates that if the researcher decides to formulate a Green Recruitment variable argument, it can have a positive relationship and a significant influence on employee performance. Then the researchers modified this variable into Green Recruitment by adding Environmental & Natural elements with the aim of creating a company that upholds Sustainable Development. Objective: The main objects in this article are Green Recruitment, Employee Performance, and Green Training which are formulated by Green Recruitment as an Independent variable, Green Training as a Moderation variable, and Employee Performance as an Independent variable. Method: This research is quantitative research with an exploratory approach which uses a number of previous studies, especially the five studies mentioned above and the addition of two other studies regarding Green Recruitment. The data used in this research is primary data that researchers obtained from PT. Musi Hutan Persada in Indonesia has 300 employees. These data were analyzed using the smart PLS 4.0 analysis tool. Results: The Green Recruitment variable can have a positive relationship and a significant influence on Employee Performance. This is because the P-Values in the first row are positive and are below the 0.05 significance level, namely 0.043. Apart from that, in the next row the P-Values also point to positive and are below the 0.05 significance level, namely 0.000. These results indicate that the Green Recruitment variable can have a positive relationship and a significant influence on employee performance and the Green Training variable can strengthen the influence of the Green Recruitment variable on employee performance. These results are due to recruitment which has a high nuance in protecting the environment, usually has high social sensitivity and concern and ultimately improves employee performance. The resulting employee performance is not just ordinary employee performance like employee performance in other studies, but employee performance that is nuanced and combined with aspects of caring for nature and the environment. Therefore, the first and second hypotheses in this study can be accepted. Contribution: The researcher's great hope is that this article can be used as one of the main references in Human Resource Management scholarship, especially those closely related to Green Recruitment, Green Training and Employee Performance. Apart from that, it is hoped that this research will become a reference in deciding existing policies.

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Can Green Recruitment Affect Employee Performance if Moderated Green Training based on the SDG?

Titin,

Florid,

Natsir

et al. 2024

jlsdgr

2

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Context: The image above indicates that if the researcher decides to formulate a Green Recruitment variable argument, it can have a positive relationship and a significant influence on employee performance. Then the researchers modified this variable into Green Recruitment by adding Environmental & Natural elements with the aim of creating a company that upholds Sustainable Development. Objective: The main objects in this article are Green Recruitment, Employee Performance, and Green Training which are formulated by Green Recruitment as an Independent variable, Green Training as a Moderation variable, and Employee Performance as an Independent variable. Method: This research is quantitative research with an exploratory approach which uses a number of previous studies, especially the five studies mentioned above and the addition of two other studies regarding Green Recruitment. The data used in this research is primary data that researchers obtained from PT. Musi Hutan Persada in Indonesia has 300 employees. These data were analyzed using the smart PLS 4.0 analysis tool. Results: The Green Recruitment variable can have a positive relationship and a significant influence on Employee Performance. This is because the P-Values in the first row are positive and are below the 0.05 significance level, namely 0.043. Apart from that, in the next row the P-Values also point to positive and are below the 0.05 significance level, namely 0.000. These results indicate that the Green Recruitment variable can have a positive relationship and a significant influence on employee performance and the Green Training variable can strengthen the influence of the Green Recruitment variable on employee performance. These results are due to recruitment which has a high nuance in protecting the environment, usually has high social sensitivity and concern and ultimately improves employee performance. The resulting employee performance is not just ordinary employee performance like employee performance in other studies, but employee performance that is nuanced and combined with aspects of caring for nature and the environment. Therefore, the first and second hypotheses in this study can be accepted. Contribution: The researcher's great hope is that this article can be used as one of the main references in Human Resource Management scholarship, especially those closely related to Green Recruitment, Green Training and Employee Performance. Apart from that, it is hoped that this research will become a reference in deciding existing policies.

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Pengaruh Rekrutmen dan Pengembangaan Karir terhadap Kinerja Pegawai Pada Kantor DPRD Provinsi Sumatera Selatan

Cited by 4 publications

References 5 publications

The Effect Of Recruitment On Employee Performance With Selection As A Moderating Variable

The Effect Of Recruitment On Employee Performance With Selection As A Moderating Variable

Determining Customer Loyalty Based on Relationship Marketing with Trust on SDG

Can Green Recruitment Affect Employee Performance if Moderated Green Training based on the SDG?

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